How innovation-oriented HRM improves employees’ creativity during COVID-19: the moderating effects of servant leadership and helping behaviors
研究了创新导向的人力资源管理通过心理韧性提升员工创造力的机制，并发现服务型领导增强该效应，而帮助行为反而削弱。
As COVID-19 poses a significant challenge to both companies and employees, companies need to implement innovation-oriented HRM to continuously improve employees’ creativity and ability to adapt to the pandemic. Utilizing COR theory, we aim to elucidate the mechanisms underlying the influence of innovation-oriented HRM on employee creativity. We conclude that innovation-oriented HRM positively affects employee creativity and that psychological resilience partially mediates this association after analyzing 220 leader-employee matching questionnaires submitted to various Chinese enterprises. In addition, servant leadership positively moderates the link between innovation-oriented HRM and psychological resilience, and moderating the indirect effects of innovation-oriented HRM on employee creativity via psychological resilience. Conversely, the study revealed that helping behavior negatively moderates the connection between psychological resilience and employee creativity. Additionally, helping behavior negatively moderates the indirect pathways through which innovation-oriented HRM influences employee creativity via psychological resilience. Our research offers significant theoretical contributions and practical implications for both business leaders and scholars in the post-pandemic era.